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In a recent decision, the Fair Work Commission Full Bench (FWCFB), in considering the meaning of "dismissal" under section 386 of the Fair Work Act 2009 (Cth) (FW Act), has found that a 10% salary reduction did not amount to a dismissal.

Employers should avoid uncertainty about the use of social media in and outside the workplace by appropriate policies.

Considers recent workplace matters and employment law in the news and in the courts.

To terminate an employee on the basis of abandonment of employment, an employer must end the employment relationship.

Employers risk the employee making an unfair dismissal claim for using customer surveys if they are not carefully considered.

It was not unfair dismissal to end the employment of an employee who had breached the health and safety requirements.

The Commissioner ruled that it would be 'unwise' to redeploy an employee who is overqualified for the available position.

Exceptions to the rule that the only way a termination can be withdrawn is by the consent of both the employer & employee.

Accidentally sending a text message to the wrong person could be awkward, or disastrous if the content is inappropriate.

Organisations must be very careful when dismissing employees due to illness or injury, to avoid unfair dismissal claims.

The Fair Work Ombudsman continues the work of the Workplace Ombudsman in promoting and monitoring compliance with Commonwealth Workplace Laws.

Recent decision reminds employers about the importance of communicating clear standards of conduct in policies.

The Court will resolve the dismissal-related questions by having regard to all the facts established in the proceedings.

In times of economic decline, employers pay very close attention to their bottom line. As a result, underperforming employees will often be the first in the firing line. But what is the best way to deal with such employees?

If they earn less than the high income threshold, employees not covered by an award can make an unfair dismissal claim.

Employment contracts and agreements must be valid and accurately reflect the nature of the intended relationship.

Fair Work Australia dismissed a truck driver’s unfair dismissal claim after finding that termination of his employment for falsifying his fatigue management records was not unfair.